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90 day probation

Is it required to have an employee sign a 90 day probation period form, or is this generally understood since Texas is a work at will state. And can an employee be terminated under this with out that signed form.

Many companies outside of California have discontinued the 90 day probationary period. Some employers are surprised to learn that it is just as easy to terminate a worker after 90 days as before it. At one time, an employee terminated within 90 days did not qualify for unemployment benefits. This is no longer true, so there is no great benefit to the employer in implementing a 90-day probationary period.

For companies that do still use a 90-day probationary period, usually the policy is outlined in the employee handbook, which the employee signs during orientation. This is all the notice required. In fact, even without such notice an employer can terminate an employee at any time, with or without a reason, in Texas and in most states. No signed form is required to terminate an employee. However, if an employee is terminated without documentation of repeated warnings, he or she may qualify for unemployment benefits and the most recent employer would be the chargeable employer.

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This entry was posted on Saturday, January 29th, 2011 at 1:10 pm and is filed under
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3 Responses to “90 day probation”

  1. » 90 day probation Human Resource Blog « Human Resources 123 Says:

    [...] from: » 90 day probation Human Resource Blog Comments [...]

  2. Debbie Holt Says:

    We have an employee that is on a 90 day probation starting on 04/23/2018. We only work Monday through Thursday. My question is does the 90 day probation end on 07/23/2018 or 90 work days form the start date, which would be 09/27/2018.

    Thanks for your help

  3. hrlady Says:

    Hi Debbie, Typically, the 90 day probation is just 90 days, not 90 working days.

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